Telecomm Analyst: Comarco's Thomas Franza - Keyson Publishing

The Telecomm Analyst
or “botching” the job, especially if it is
assigned by a person in authority.
A good example would be a manager giving a
subordinate a report that is due to be completed
the following week. The day arrives and
the subordinate has not finished the report.
Instead of the employee pointing out in
advance of that day that he has not completed the report or that
he needs more time, he fabricates some excuse or loses or misplaces
the report.
To add to the employer’s frustration, these individuals feel
cheated, unappreciated and misunderstood. They are blamers
who usually bring down morale in the workplace (and at home
too!) with their sullen, irritable, negativistic and cynical behavior.
They grumble and mumble. It’s common to hear such phrases
from them as “It doesn’t pay to work too hard,” and “Good
things don’t last.” Their attitude usually evokes negative and
hostile responses from others.
However, underlying their defeatist attitude is a lack of selfconfidence,
which is hidden by their superficial bravado. Their
lack of self-confidence contributes to their withholding and
indecisiveness. This is particularly seen in work situations,
where these people feel that their assertive responses would not
be tolerated. Therefore, they usually do not actively engage in
confrontation, but inside they are boiling cauldrons of simmering
hostility that occasionally boil over. Perhaps you’ve been
around these people who slam doors and drawers, and when
asked “What’s wrong” they typically answer, “Nothing.”
Another person would ask, “Is everything all right” and they
answer, “Everything is fine.”
These are passive-aggressive responses for what they really feel,
which is frustrated, furious and insecure. The biggest gun in
their armory of responses is silence. Silence is a tool that they
have learned to keep their aggression under wraps.
Know anybody who fits this description
SOLUTIONS:
1. Don’t lose your temper with someone like this. You can
count on losing. Silence is one of their important weapons.
You need to remain calm, objective and relaxed in their
presence. Remember that passive-aggressive behavior is
immature, regressive and provocative.
2. Get them to set clear goals and limits. Nothing should be
left unclear or vague. The best way to encourage them to
set goals and commit to an end result is to ask questions
that can’t be answered with yes or no answers. We suggest
that you use questions that begin with who, what, where,
when and how. For example, “How do you want to proceed”
“Where shall we go from here” These are called
open-ended questions. Place the ball in their court.
3. Get commitments from them and have them write them
down for you. Keep the ball in their court.
4. Don’t make promises to them that you can’t keep. Be
upfront.
5. Praise their successes publicly. Criticize their failures privately.
6. As a last resort, impart negative consequences. Write them
up; initiate a grievance procedure; go over their heads to a
higher up. Dismissal is a final action.
Good luck. This is going to take a lot of your talent and expertise.
Letters To the Editors
Ericsson Located
Somewhere In Europe
Konstantine Sofer writes: I hate to be
such a stickler for geographic accuracy,
but the [the Feb. 6 Upgrades & Downgrades] reeks of geographic
ignorance. ERICSSON (ERICY), let it be known, is a
Swedish company, not a Finnish one, although Finland, to my
recollection, has two official languages—Finnish and
Swedish—and 6% of its population are ethnic Swedes. Still, the
company in question is based in Stockholm.m.
Stng8035@aol.com writes: Are you sure ERICSSON is
a Finnish company And if you are not, what else
in your reports is wrong I hope this was a mis -
take...
Spiral1@aol.com writes: ERICSSON is
a Swedish company, not Finnish —- just
like [GENERAL ELECTRIC (GE)] is a
U.S. company, not Canadian.
by multex.com
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